Today, women make up almost half of the workforce, and women's participation in the labor market is steadily increasing. The labor market is just another example of gender inequality. Today, numerous laws and policies seek to achieve gender equality in all segments of life, but it is not easy. The most common reason is tradition, prejudices, and stereotypes that arise from traditional thinking about the role of women in society. Women are paid less than men because their work is considered less valuable, they find it harder to find work and do more inferior jobs. Also, they face gender segregation, the feminization of poverty, and an increased risk of poverty in retirement. Women also face a “glass ceiling” in the labor market, which makes it difficult for them to progress in the company. This thesis analyzes the difference in salaries between women and men based on the collected foreign and domestic professional literature. The employment and wage trends of women and men were analyzed and the laws and policies that have been adopted to reduce the wage gap between women and men were presented. After the theoretical part, in the research part of the paper, a survey was conducted on a sample of employed women and men to examine perceptions of whether the differences in salaries in comparable jobs do exist. When looking at the overall responses, it can be concluded that there is an awareness of inequality among the respondents. If we look at the responses of men and women, in particular, it is evident that there are differences in the perception of inequality between women and men in the labor market. Research shows that women are more aware of the problem of inequality in the labor market. According to the answers of men, it can be concluded that they do not have a perception that there are differences in the salaries of women and men. Men do not face this problem in the labor market and therefore are not aware that this problem exists.